1244 Senior Human Resources Analyst - HSA Labor Relations

Recruitment #PBT-1244-094769

Introduction

This announcement has been clerically amended in accordance with Civil Service Rule 110.6 on 3/11/2019 reflect changes with the filing deadline. 

This is a Position-Based Test conducted in accordance with Civil Service Rule 111A.

The City and County of San Francisco Human Services Agency (HSA) is the central resource for public assistance. Its mission is to promote well-being and self-sufficiency among individuals, families and communities in San Francisco. HSA provides a safety net for families and individuals by offering income support, community-based living support, and assistance acquiring food, housing, and health coverage. HSA offers programs and services that ensure the protection and safety of the elderly, children, and dependent adults. Finally, HSA helps people secure employment through job search assistance, training, and child care assistance.

Position Description:

Under direction, the 1244 Senior Human Resources Analyst preforms advanced professional level duties in the areas of employee relations. The 1244 Senior Human Resources Analyst may serve as lead to a team of Human Resources Analysts and support staff.

Essential Duties:

1. Provides advice, consultation, and information to department managers, supervisors, and employees regarding discipline and related personnel policies and procedures.

 2. Conducts disciplinary hearings, prepares investigative reports on issues of employee misconduct and complaints of discrimination, sexual harassment, and failure to accommodate.

3. Identifies, researches, recommends, decides, and negotiates solutions to issues pertaining to employee relations.

4. Fosters a collaborative relationship with HSA stakeholders and Labor Relations employees.

5. Provides comprehensive and accurate advisory services in all areas of Employee Relations.

6. Exercises independent judgment in developing an approach to completing assignments and leading responsibilities.

7. Prepares professional and technical reports in the area of Labor Relations.

8. Administers provisions of the Employee Relations Ordinance and various labor contracts.  

9. Responds to grievances and represents HSA during arbitrations.  

10. Meets and confers with employee organizations. 

11. Participates as a member of a bargaining team during labor contract negotiations.  

12. Prepares reports, correspondences, and memos.  

13. Makes presentations to boards and commissions.  

14. Gathers, compiles, prepares, reviews and maintains important personnel information, reports, and records.

 

Minimum Qualifications

    1. Education:

     Possession of a baccalaureate degree from an accredited college or university

       AND

    2. Experience:

Three (3) years of verifiable professional human resources experience, similar to 1241 Human Resources Analyst, in one or more of the following areas of activity: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations.

AND

3. Special Condition:

One (1) year of experience in Employee Labor Relations

Substitution:

Additional qualifying work experience as a professional human resources analyst may be substituted for up to two years of the required education on a year-for-year basis (30 semester/ 45 quarter units equals one year).

Completion of a 12 month human resources trainee program equivalent to the City and County of San Francisco’s 1249 Human Resources Training Program may substitute for one (1) year of required professional experience.

Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.

The above minimum qualifications reflect special conditions associated with the position to be filled and may differ from the standard minimum qualifications associated with this class.

Applicants must meet the Minimum Qualifications requirements by the filing deadline unless otherwise noted.

Verification:

Applicants may be required to submit verification of qualifying education and experience at any point in the recruitment and selection process.

Verification of work experience must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of service, and signature of the employer. San Francisco City and County employees do not need to submit verification of their City employment, but must submit verification of outside experience. San Francisco City and County employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1.

Information on verification requirements for education can be found here: https://sfdhr.org/how-verify-education-requirements

Falsifying ones education, training, or work experience may result in disqualification of job opportunities with the City and County of San Francisco.

How To Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.

  • Select the desired job announcement
  • Select “Apply” and read and acknowledge the information
  • Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
  • Follow instructions on the screen

Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.

Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date.  Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter.  To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file.  Applicants should retain this confirmation email for their records.  Failure to receive this email means that the online application was not submitted or received.

All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline.  Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

If you have any questions regarding this recruitment or application process, please contact the analyst, Erica Pagán, by telephone at 415-557-6625, or by email at erica.pagan@sfgov.org

 

Selection Plan

1.Minimum Qualification Supplemental Questionnaire (Weight: Qualifying)

2.Written Core Examination (Weight: 60%)

3.Employee Relations Subtest (Weight: 40%)

 

Selection Procedures

1. Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):

Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.

2. Written Core Examination (Weight: 60%):

This is a standardized written multiple-choice examination. In accordance with Civil Service Rule 111.11.4, inspection privileges do not apply to the questions and answers in this examination.

Candidates who meet the minimum qualifications will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include, but not be limited to:

  • Ability to analyze, evaluate and interpret data and information, including the ability to exercise good judgment when evaluating data and information
  • Ability to read, comprehend, interpret and/or apply written information, rules, procedures, regulations, etc.  
  • Basic knowledge of, and the ability to apply policies, rules, and laws relating to recruitment and hiring processes, Civil Rights Act Title VII, EEO laws, and ADA
  • Basic knowledge of, and the ability to apply principles, techniques, procedures and practices relating to job analyses, position classification, valid selection procedures and research, including the ability to perform mathematical calculations associated with these activities

A passing score must be achieved on the Core Test in order to be invited to participate in the Employee Relations Subtest.  

3. Employee Relations Subtest (Weight: 40%): 

This is a standardized written multiple-choice examination. In accordance with Civil Service Rule 111.11.4, inspection privileges do not apply to the questions and answers in this examination.

Candidates who achieve a passing score on the Written Core Examination will be invited to participate in the Employee Relations Subtest.

  • Knowledge of, and ability to apply, principles and practices used in grievances and dispute resolution.
  • Knowledge of, and ability to apply, the Fair Labor Standards Act (FLSA).
  • Knowledge of, and ability to apply, relevant court cases.
  • Ability to evaluate proposed solutions, exercise good judgment, and persuade others to obtain support.

The Written Core Examination and Employee Relations Subtest are standardized examinations and, therefore, test questions and test answers are not available for public inspection or review.  Your score will be valid and 'banked' for three years, starting from the date of the examination.  This means that, during this three-year time period, you will not be required to re-take this test.  If the selection process for the future announcement is held within one year of the date of this examination and it includes the core exam your score will be automatically applied to that announcement.  However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the test.  Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the core test is used.  Please note that, should you re-test, your re-test score would become your official score since it is the most recent. 

Note: Candidates must achieve a passing score on both the Written Core Examination and Employee Relations Subtest in order to be ranked on the eligible list/score report.

Eligible List/Score Report:

A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposed only. An examination Score report will be established, so applicants can view the ranks, final scores, and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from the civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The Duration of the eligible list from this examination process will be 6 months, and may be extended with the approval of the Human Resources Director.

Upon approval of the Human Resources Director (see Civil Service Rule 111A.26.5) the eligible list/score report resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find other departments that use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID21246

Certification:

The certification rule for the eligible list resulting from this examination will be Rule of 10 Scores. Additional Selection processes may be conducted by the hiring department prior to making final decisions.

Conviction History

As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:

  • Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.

  • Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.

     

Having a conviction history does not automatically preclude you from a job with the City.

If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.

 

Conclusion

Terms of Announcement:

Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations.  Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobaps.com/sf.

The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule.  Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director.  Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.

Copies of Application Documents: Applicants should keep copies of all documents submitted, as these will not be returned.

Right to Work: All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.  http://www.sfdhr.org/index.aspx?page=20#identification

Clerical Errors: Clerical errors may be corrected by the posting of the correction on the Department of Human Resources website at: http://sfdhr.org/information-about-hiring-process#announcementsdefinitions

Driver’s License Requirement: Most positions require a valid California driver’s license: http://www.sfdhr.org/index.aspx?page=20#license

Veteran’s Preference: http://www.sfdhr.org/index.aspx?page=20#veteranspreference

Seniority Credit in Promotional Exams: Information regarding seniority credit can be found at http://www.sfdhr.org/index.aspx?page=20#senioritycredit 

Reasonable Accommodation Request: Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities

Exam Type: Combined Promotive and Entrance (CPE)

Issued: 3/11/2019

Micki Callahan, Human Resources Director

Department of Human Resources

Recruitment ID: PBT-1244-094769 HSA/EAP/ 415-557-6625

 

 

Benefits

All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.

For more information about benefits, please click here.

 



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